Doesn't anybody want to work any more?

Doesn’t anyone want to work anymore?

(A common cry heard ‘round the C-Suite.)

The fact is: No, not really. At least it doesn’t seem like it. And yes, there are many who still do.

The tight candidate market is to blame for the apparent availability of lesser-motivated people.

Tie the politics of “socialist leanings” into that, and the word “EARN” has been eroded from our popular vocabulary. No political or social evangelist even comes close to talking about EARNING or living to be ACCOUNTABLE.

So where are the good ones?

Come along for our ride and we’ll show you how to dig under the rocks and what to do once you have found them:

Where are the good ones?

They are right in front of you. In front of us.

Champion specializes in the shop floor, distribution, office, and technical talent acquisition. We interview more people in one week than the typical HR Pro interviews in a year.

  • We get our best candidates from personal referrals. Good people tend to know or hang with, other good people. But if you don’t ask for them, you don’t get them. Ask your own staff, friends, neighbors, ask everyone.
  • Interview a ton of people, IN PERSON. We interview ALL of our candidates one-on-one. Every. Single. One. After a thorough phone screen. Many times our personal meetings are with more than one person conducting the meeting. You’re hiring a person, not a resume.
  • Interview for behaviors, not just skills. Ask WHY? dig deep, question the answers. And then go deeper, again. History can and will repeat itself, both good and bad.
  • Get personal. Connect.
  • Afraid of EEO? Just don’t be stupid.
  • Watch how a person responds to your deep questions.
  • If the person passes the first interview test, take them on a tour (Immersion Experience). Fill them with reality about the job, the workplace, and expectations. Watch their reactions. Then ask them for feedback. Question their answers with WHY? Be skeptical, be wary, be honest.
  • Ask them WHY YES, WHY NO?…for their job and life-path. Relate job success (with you) to life success.
  • Give them damn good reasons to work there. Don’t lie.
  • Assign them to good supervisors. Assign them a mentor.
  • Stay in touch with them, answer questions, encourage them and pay attention to them. Be honest. Then follow up again, and again. COACH for getting their best.
  • Have a SYSTEM to the process. Do it the same every time, but tailor each meeting to the job and the person. Respect the person. Respect the process.
  • Then ONBOARD/ IMMERSE your new hire(s). Connect and engage. Never stop. Immersion is NOT “orientation”.>

Will this solve 100% of turnover issues? Heck no. But it will substantially reduce it and it will increase productivity. And retention.

Is your job and environment a “built-in turnover job”? Know what level turnover is acceptable. Then backtrack your system to achieve that.

Some secrets to this success: Hiring With Purpose®

Learn More

I’m an hourly employee. Want me to be successful and hang around?

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Most Recent

Why Would a Qualified Person Want to Work for You?

By Champion Personnel
May 30, 2019 Category: For Employers

START with all the good things, all the bad things, and all the things you are working on within your organization to make it the BEST workplace you can. Write them down. Be honest with yourself and other hiring managers. Then THINK from the perspective of the potential employee: what is that person looking for? The GOOD, the BAD, and the Not there yet factors and influences about being employed by your organization. Here is a rather exhaustive list of items to consider: What is the actual work environment: People, team, supervisor? How difficult, or easy, is the work really? Best days? Worst days? Is there a TEAM? What are the barriers to entry? (What does the team expect? What Maze could they put you through? What is the real training? Who does it? Length? On own? What are the expected results? What new skills will be learned? Describe people who started in the position and have been successful. What traits did they when they started/ do they have now? Describe the company. History?

Why Hourly Workers Can “Walk Off” Jobs

By Champion Personnel
May 24, 2019 Category: Employers, Retention, Hiring, Hourly Worker Mentality

Many Hourly workers give up on jobs and workplaces EARLY into their employment. We can say that they have no old school ethics about keeping their word or about how having too many jobs will affect their longer-term career or stability prospects. And that will be the case, but lets look further into this: Reasons Hourly Workers Walk Out on Jobs: 1) In the first few weeks of employment, new hourly workers have yet to fully understand their place of work. They have yet to attach themselves (connect) to the job, supervisor, other employees and the organizations Mission or Purpose. To MANY hourly workers, it is simply another paycheck until something grabs them in. The new hourly worker will typically approach a new job/workplace with a sense of caution until proven they should jump into the pool. Being burned or disappointed in the past, plus typical media about companies dont care about you are real culprits. 2) The average hourly worker can and will have many OTHER opportunities/ places

Managed Staffing and Shared Development

By Champion Personnel
May 23, 2019 Category: For Employers

Solid workers are getting more difficult to find and keep every day. It seems that our current labor workforce is prone to making an emotional decision on a daily basis to show up and actually work when they want to, if it is convenient. And no one has taught them to have some discipline. Organizations now feel the need to use multiple candidate sources, just to meet with more bodies and sort them out. Human Resource professionals seem to think using A.I. to find the best ones may help to solve the problems. There is a better way. It takes internal adjustments, a long-term look at root causes of turnover, and a controlled system of selection, onboarding, and retention. Very few Human Resource practitioners, operations management and unit managers know how to do this, effectively. Champion can help. First, you must be prepared to FEEL like you are giving up control before you realize you are actually gaining control of hiring, better productivity and the ability to retain the workforce

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